An E&P organization’s development activity, growth plans, and performance, depend on a talented, technical workforce. To be successful, business leaders must synchronize technical talent with business strategy. Competency management is the best way to ensure this synchronization. For small teams and for hundreds of people spanning multiple asset teams, NExT has helped E&P organizations and professionals worldwide assess their talent, design training programs, and develop technical capabilities.
NExT delivers competency management projects customized to each company’s unique needs at different scales—from accelerated team development projects spanning several weeks to immersive programs following asset teams through multiple assignments. With our global presence and experience in most oil and gas fields we offer innovative based learning that blends industry’s strongest technical foundation and technology, delivering most trusted capability and workforce optimization solutions. Our competency management solutions are flexible, modular, tiered and integrate training programs that address real-life scenarios and instruct solving genuine problems.
Deep domain knowledge, industry’s strongest technical foundation and a track record of consistent customer recognition delivering competency solutions for IOCs, NOCs and Majors across the globe makes NExT the most reliable and trusted competency development solution provider in the E&P industry.
NExT competency management structure is modular, tiered and flexible which enables it to be customized based on clients requirements. Hence, whether its being designed for efficient utilization of new or existing technology or to update skills to address reservoir challenges, the competency management solution can fit all requirements while helping clients optimize training budgets.
Our competency assessment contains built-in knowledge matrices with more than 1,000 job profiles and individual training plans. Competency elements and job profiles can all be modified to match client’s requirements. Our experts can build a tailored, measured and customer-specific competency catalog and matrices for individual disciplines and competency profiles for each job function.
NExT has delivered more than 100 competency management projects worldwide, while consistently evolving and refining the approach. Our solution incorporates most updated content, emerging and industry-relevant concepts and technologies. We ensure consistency in customer experience and excellence in execution ensuring efficiency and goal achievement for clients.
NExT competency management program is a structured, tiered and documented process that defines the performance capabilities critical to managing a successful project and ultimately prescribes a learning plan for company personnel to obtain those capabilities. Performed in close cooperation with NExT experts, the entire process includes active participation and input from individuals, asset teams, project managers, HR managers, and the wider organization. This ensures that the consequential learning plans and results are tailored to meet the organizations’ specific needs. It includes utilization of formal systems, such as NExTpert, and tools, and processes which ensure that personnel are competent to complete tasks to a determined standard. The figure below illustrates our competency management approach and methodology.
This step involves working closely with the organization, understanding their business goals and strategic considerations. The input specifically related to evolving corporate strategies that require special knowledge and skills in the future often necessitates the creation of detailed job and assignment descriptions.
Specific competency matrices criteria are designed in this phase. These can either be
We also audit and enhance client’s existing competency libraries, if required.
After the matrices are completed, job profiles are created for each job type and for each level. The job profiles define the proficiency level that an individual should possess for each of the competency elements, whether core or complementary, that are a component of the competency matrix for that job type. NExT commonly uses five proficiency levels - Awareness, Knowledge, Skill, Advanced and Expert.
NExT offers two forms of assessment options:
A self-assessment, of one's performance at a job or learning task considered in relation to an objective standard is accomplished by individuals by means of selecting their perceived proficiency level for each competency element. This is managed through NExTpert.
One-on-one interview assessment, can be used to complement self assessment, or can be applied as a stand alone stage. Interview assessment ensures unbiased accuracy of results and should be conducted by technology or discipline experts.
During this step, the assessor compares the self-assessment results and makes adjustments based on the one-on-one interview or based on evidence uploaded by the individual on NExTpert. While this is an option for the client, it can be crucial to the accuracy of the assessments.
Some other modular options to consider:
During this step, we determine competency gaps, strengths and development needs by comparing the proficiency level determined for the individual against the required levels for that individual’s job type and level. Data can be analyzed at the individual, team, department or client level. Various visual reports, for individuals and managers, are accessible for analysis through NExTpert, the digital learning ecosystem.
Various training and development options and time lines are proposed at this stage that address organizational business needs as well as the training needs of the individuals. Training chronology and priority is outlined along with delivery mechanisms and activities involved.
This training plan is accessible through NExTpert which is also used to monitor the progress and proficiency gap closures. Training plan can be separated into core and complementary trainings as defined in the relevant job profile, this enables key training elements to be given priority. The individual training plans can also be consolidated into a group plan.
The plan and process is reviewed on an ongoing basis and at determined intervals. This ensures its effectiveness and the effectiveness of the training and development program. We track the percentage of gaps closed, training hours/cost, actual vs previous comparison, cost-benefit analysis and value creation.
In the competency management process, after the competency matrices are completed, job competency profiles are created for each job type and for respective seniority level. The job profiles define the proficiency level that an individual should possess for each of the competency elements that are a component of the competency matrix for that job type. We commonly use five proficiency levels, and every competency element for each discipline has its own unique set of definitions.
From updating the skills of individuals, to large-scale team capability development for organizations, NExTpert is the digital learning ecosystem that applies an efficient management approach to learning and capability development, seamlessly connecting the users with pertinent E&P learning objects.
Partner with customers to enhance workforce capability.
“Being recognized as the 'Education/Training Provider of the Year’ for three consecutive years followed by winning the ‘Localization Award’ for local capacity building reinforces the fact that NExT is the industry's trusted partner for training and competency development. NExT training programs meet industry objectives and support oil and gas companies in their strategic growth.
The Education and Training Provider of the Year Award—voted on by the public and not a panel of judges—is given to the company, college or university that has consistently developed and delivered industry-leading programs. The Localization Award—shortlisted by a panel of judges and then voted on by the public—is given to the company, for its contribution in supporting local education and supply chain capacity building.
It is an honor to be recognized by organizations for doing what we do best—supporting the competency development of individuals and teams in the oil and gas industry. Read about what our customers are saying about their experience with NExT
“The scope of work was extensive with the job profile validation designed for our employees target in addition to the design of a training plan for the next few years. In this regard, you were able, along with your consultants, to capture all our requirements and even understood the specificity of our operations.”
“ NExT provided a competency assessment for about 300 Sibneft engineers and geoscientists. In a very thorough and systematic way, our best drilling, production, and reservoir engineers, geologists, and geoscientists were able to compare their competency standards with those of the international majors. ”
Chief Engineer, Sibneft
“ The training of exploration and production (E&P) professionals is best handled by people who have experience that covers the entire spectrum of the E&P business, and this was the case with NExT. “
Geoscience Division of Total, Nigeria
…course was arranged according to the high international standards…
Training, Technology and Scholarships
Fund Coordinator LUKOIL
…captured all our requirements and understood the specifics of our operations…
…enabled greater collaboration and integration… embeded best practices…
Exploration and Production, Greece
…The program was carried out at a high level with no deviation on the plan…
Acting Superintendent of Career and Development
…The training was the most complete program…
The practical sessions are really helpful to visualize what the realities in the field are
Senior Reservoir Engineer